Explaining organizational variation in flexible work arrangements: why the pattern and scale of availability matter

Sweet, Stephen; Pitt‐Catsouphes, Marcie; Besen, Elyssa; Golden, Lonnie

doi:10.1080/13668803.2014.887553

Cited by 52 publications

(85 citation statements)

References 58 publications

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“…Much greater scholarly attention has been played to socioeconomic status as it influences opportunity structures and work-family challenges in European nations (Nilsen, Brannen, & Lewis, 2012); finding that, across many countries, low-wage workers are “poorly resourced compared with two-income households in higher status jobs” (p. 135, Nilsen et al 2012). In the U.S., Sweet, Pitt-Catsouphes, Besen and Golden (2014) found that a flexible work arrangement (FWA) remains out of reach to most workers; and that low-wage workers have the least flexibility of all workers. Moreover, the availability of and rationale for FWAs differed across class levels, with highly skilled workers given FWAs with the goal of attracting workers, while flexibility for low-skilled workers was more a function of instability in service demands Thus, flexibility can have different meanings and consequences across class levels (Lambert, Haley-Lock, & Henly, 2012).…”

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confidence: 99%

Workplace policies and mental health among working-class, new parents

Perry‐Jenkins

Smith

Wadsworth

et al. 2016

Community, Work & Family

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Little research has explored linkages between workplace policies and mental health in working-class, employed parents, creating a gap in our knowledge of work-family issues across social class levels. The current U.S. study addresses this gap by employing hierarchical linear modeling techniques to examine how workplace policies and parental leave benefits predicted parents' depressive symptoms and anxiety in a sample of 125, low-income, dual-earner couples interviewed across the transition to parenthood. Descriptive analyses revealed that, on average, parents had few workplace policies, such as schedule flexibility or child care supports, available to them. Results revealed, however, that, when available, schedule flexibility was related to fewer depressive symptoms and less anxiety for new mothers. Greater child care supports predicted fewer depressive symptoms for fathers. In terms of crossover effects, longer maternal leave predicted declines in fathers' anxiety across the first year. Results are discussed with attention to how certain workplace policies may serve to alleviate new parents' lack of time and resources (minimize scarcity of resources) and, in turn, predict better mental health during the sensitive period of new parenthood.

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confidence: 99%

Workplace policies and mental health among working-class, new parents

Perry‐Jenkins

Smith

Wadsworth

et al. 2016

Community, Work & Family

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“…Second, FWAs are often adopted only for chosen groups of employees and only among specific groups of industries that look to attract and retain workers with highly specialized skills [43]. Third, usually only the basic FWAs are implemented such as telework or flexible time schedule while there is a variety of options to be considered [42,44].…”

Section: Discussionmentioning

confidence: 99%

How job and family demands impact change in perceived stress: A dyadic study

Smoktunowicz

Cieślak

2017

Int J Occup Med Environ Health

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Objectives: The aim of this two-wave study has been to test the spillover and crossover of job and family demands on changes in perceived stress at work and in the family. Specifically, we proposed that demands from one domain (work or family) spilled over to another domain through interrrole conflict (work-family/family-work conflict) and context-specific self-efficacy. Additionally, we hypothesized that changes in perceived stress were impacted not only by a person's own demands through interrole conflict but also by the demands of one's significant other, in the process of crossover. Material and Methods: The study was of dyadic design and it was conducted online, among 130 heterosexual couples, at 2 time points separated by 3 months interval. Hypotheses were verified by means of the path analysis. Results: No support was found for the spillover of job and family demands on changes in perceived stress through interrole conflict and self-efficacy, neither for women nor for men. With regard to the crossover, no support was found for the actor effects, i.e., a person's demands did not impact changes in one's own work-and family-related perceived stress but partial support was found for the partner effects, i.e., women's job demands were associated with men's changes in work and family-related stress through women's work-family conflict, and men's family demands were associated with women's change in family-related perceived stress through men's family-work conflict. Conclusions: The study is a longitudinal test of the Spillover-Crossover model and Work-Home Resources model demonstrating that job and family demands are transmitted across domains and across partners in the intimate relationships through the interrole conflict but the nature of this crossover is different for men and women. Int J Occup Med Environ Health 2018;31(2):199 -215

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“…Our study shows that the initial frequency of FWA use is an important context to take into account when appraising the prospect for further expansion. In Company A, FWAs were used much more frequently at the outset than is common in most organizations (Sweet et al, 2014), and as such there may have been limited opportunity for further expansion beyond what had already been established prior to the introduction of a change initiative. There are open questions as to what would happen if a comparable change initiative were to be tested in an organization that had far less initial FWA use.…”

Section: Implications For Future Researchmentioning

confidence: 99%

“…For this reason, many have argued for expanding access to arrangements that differ from rigidly structured on-site work expectations (Kossek, Lewis, & Hammer, 2010;Putnam, Myers, & Gailliard, 2014). And yet, FWAs remain limited and are unevenly distributed among workers, across industry sectors, and within organizations (Davis & Kalleberg, 2006;Golden, 2001;Swanberg, PittCatsouphes, & Drescher-Burke, 2005;Sweet, Besen, Pitt-Catsouphes, & Golden, 2014).…”

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confidence: 99%

Successes in Changing Flexible Work Arrangement Use

Sweet

Pitt‐Catsouphes

James

2015

Work and Occupations

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This study identifies factors associated with flexible work arrangement (FWA) use in the context of the "Supervisor-Promoted Flexibility" program implemented by an employer in the financial activities supersector. This change initiative involved supervisor-initiated discussions that explored prospects for supervisee FWA use. Discussions increased the odds of FWA use expansion, but changes occurred at different rates among work units. Managers' gender, age, and attitudes toward FWAs corresponded with changes observed. When managers believed that supervisee FWA use reflected favorably on prospects for their own careers, they were more likely to expand use over time.

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Explaining organizational variation in flexible work arrangements: why the pattern and scale of availability matter

Cited by 52 publications

References 58 publications

Workplace policies and mental health among working-class, new parents

Workplace policies and mental health among working-class, new parents

How job and family demands impact change in perceived stress: A dyadic study

Successes in Changing Flexible Work Arrangement Use

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